by Robert S. Teachout, Brightmine Legal Editor
Beginning on May 7, individuals who do not have a REAL ID document will not be able to board domestic flights or enter certain government buildings. However, only 81 percent of travelers are presenting REAL ID-compliant identification, according to the Transportation Security Administration (TSA). This includes business travelers, who make up an estimated 12 percent of passengers.
Congress passed the REAL ID Act in 2005 as part of security measures following the 9/11 terrorist attack, and final rules for REAL ID enforcement by TSA were published January 13, 2025, including the May 7 enforcement deadline.
All airline passengers 18 years and older, including travelers with TSA PreCheck authorization, must present REAL ID-compliant identification or another acceptable ID, such as a passport. TSA reports that a large percentage of individuals still lack qualifying ID in the form of either a REAL ID-compliant driver’s license or state identification card or a passport.
Employers often require travel as part of some employees’ job requirements, such as for conferences, training or client or sales meetings. Employers should ensure that such employees have acceptable identification documents in advance, or risk travel delays and potential business disruptions. Those without the required form of ID are likely to face delays, additional screening and the risk of not being permitted through the security checkpoint and missing their flight.
The TSA provides answers to Frequently Asked Questions about REAL ID on its website.
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About the author
Robert S. Teachout, SHRM – SCP
Legal Editor, Brightmine
Robert Teachout has more than 30 years’ experience in legal publishing covering employment laws on the state and federal level. At Brightmine, he covers labor relations, performance appraisals and promotions, succession and workforce planning, HR professional development and employment contracts. He often writes on the intersection of compliance with HR strategy and practice.
Before joining Brightmine, Robert was a senior HR editor at Thompson Information Services, covering FMLA, ADA, EEO issues and federal and state leave laws. Prior to that he was the primary editor of Bloomberg BNA’s State Labor Laws binders and was the principal writer and editor of the State Wage Assignment and Garnishment Handbook. Robert also served as a union unit leader and shop steward in the Washington-Baltimore Newspaper Guild of the Communications Workers of America. Actively involved in the HR profession, Robert is a member of SHRM at both the national and local levels, and gives back to the profession by serving as the communications vice president on the board of his local chapter.
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